Question 1

A recruiting requisition is _________________________.

Accepted Answer

A)  a formal document that authorizes the filling of a job opening 
B)  a flowchart that enumerates costs of each selection tool 
C)  a formal document that details the process to be followed to attract applicants to a job 
D)  a description of the costs and benefits of various methods of selection 
A)  a formal document that authorizes the filling of a job opening 
B)  a flowchart that enumerates costs of each selection tool 
C)  a formal document that details the process to be followed to attract applicants to a job 
D)  a description of the costs and benefits of various methods of selection

Question 2

Which of the following statements is false?

Accepted Answer

A)  many employment sites now offer the ability to create and approve job requisitions online 
B)  employment sites sometimes cross-list jobs with local newspapers 
C)  at any given time there are millions of résumés available on employment websites 
D)  none of these statements is false 
A)  many employment sites now offer the ability to create and approve job requisitions online 
B)  employment sites sometimes cross-list jobs with local newspapers 
C)  at any given time there are millions of résumés available on employment websites 
D)  none of these statements is false

Question 3

Written or videotapes RJPs are more effective than verbal RJPs.

Accepted Answer

A) True 
 B)False

Question 4

Although delays in the recruiting process should not be ignored,in general,they don't have much effect on applicant attraction to an organization.

Accepted Answer

A) True 
 B)False

Question 5

Which method of recruiting is most effective at reducing turnover?

Accepted Answer

A)  realistic 
B)  targeted 
C)  considerate 
D)  branded 
A)  realistic 
B)  targeted 
C)  considerate 
D)  branded

Question 6

Which of the following are advantages of centralized recruitment?

Accepted Answer

A)  duplications of effort are reduced 
B)  increased responsiveness to immediate needs 
C)  closer links to day-to-day operations 
D)  decreased costs in the centralized HR function 
A)  duplications of effort are reduced 
B)  increased responsiveness to immediate needs 
C)  closer links to day-to-day operations 
D)  decreased costs in the centralized HR function

Question 7

The hope with realistic job previews is that job applicants will self-select into and out of the organization.

Accepted Answer

A) True 
 B)False

Question 8

Which method of recruiting is most effective for tight labor markets and highly valued jobs?

Accepted Answer

A)  realistic 
B)  targeted 
C)  considerate 
D)  branded 
A)  realistic 
B)  targeted 
C)  considerate 
D)  branded

Question 9

Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.

Accepted Answer

A) True 
 B)False

Question 10

Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.

Accepted Answer

A) True 
 B)False

Question 11

Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.

Accepted Answer

A) True 
 B)False

Question 12

It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is an advantage of using an external recruiting agency?

Accepted Answer

A)  it ensures consistency from opening to closing 
B)  it is useful for companies too small to have dedicated recruiters 
C)  it is very inexpensive 
D)  all of these 
A)  it ensures consistency from opening to closing 
B)  it is useful for companies too small to have dedicated recruiters 
C)  it is very inexpensive 
D)  all of these

Question 14

One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.

Accepted Answer

A) True 
 B)False

Question 15

One major problem with Internet-based recruiting is that there are too few applications for most jobs.

Accepted Answer

A) True 
 B)False

Question 16

Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.

Accepted Answer

A) True 
 B)False

Question 17

According to the OFCCP,to be considered an internet applicant the person has to submit an expression of interest,the employer has to consider the person,and the person has basic qualifications for the position.

Accepted Answer

A) True 
 B)False

Question 18

Research suggests that an ideal recruiter possesses _________________.

Accepted Answer

A)  strong interpersonal skills 
B)  knowledge about the organization,jobs,and career issues 
C)  enthusiasm about the organization and job candidates 
D)  all of these 
A)  strong interpersonal skills 
B)  knowledge about the organization,jobs,and career issues 
C)  enthusiasm about the organization and job candidates 
D)  all of these

Question 19

Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.

Accepted Answer

A) True 
 B)False

Question 20

What are the most important factors in applicant attraction and job choice?

Accepted Answer

A)  website design 
B)  work and organization characteristics 
C)  recruiter characteristics 
D)  recruitment processes 
A)  website design 
B)  work and organization characteristics 
C)  recruiter characteristics 
D)  recruitment processes

A recruiting requisition is _________________________.

Which of the following statements is false?

Written or videotapes RJPs are more effective than verbal RJPs.

Although delays in the recruiting process should not be ignored,in general,they don't have much effect on applicant attraction to an organization.

Which method of recruiting is most effective at reducing turnover?

Which of the following are advantages of centralized recruitment?

The hope with realistic job previews is that job applicants will self-select into and out of the organization.

Which method of recruiting is most effective for tight labor markets and highly valued jobs?

Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.

Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.

Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.

It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.

Which of the following is an advantage of using an external recruiting agency?

One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.

One major problem with Internet-based recruiting is that there are too few applications for most jobs.

Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.

According to the OFCCP,to be considered an internet applicant the person has to submit an expression of interest,the employer has to consider the person,and the person has basic qualifications for the position.

Research suggests that an ideal recruiter possesses _________________.

Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.

What are the most important factors in applicant attraction and job choice?

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 5: External Recruitment

A recruiting requisition is _________________________.

Which of the following statements is false?

Written or videotapes RJPs are more effective than verbal RJPs.

Although delays in the recruiting process should not be ignored,in general,they don't have much effect on applicant attraction to an organization.

Which method of recruiting is most effective at reducing turnover?

Which of the following are advantages of centralized recruitment?

The hope with realistic job previews is that job applicants will self-select into and out of the organization.

Which method of recruiting is most effective for tight labor markets and highly valued jobs?

Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.

Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.

Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.

It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.

Which of the following is an advantage of using an external recruiting agency?

One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.

One major problem with Internet-based recruiting is that there are too few applications for most jobs.

Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.

According to the OFCCP,to be considered an internet applicant the person has to submit an expression of interest,the employer has to consider the person,and the person has basic qualifications for the position.

Research suggests that an ideal recruiter possesses _________________.

Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.

What are the most important factors in applicant attraction and job choice?

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters